TEX COLLEGE

Coaching Feedback Form

Thank you for taking the time to fill out this form. It is intended to evaluate your satisfaction and
results the coaching program and performance. We need effective feedback from you so we can
improve the program.

Employee Name:

Number of Sessions:

Date of feedback:

Questions:

1. Please rate your satisfaction with our coaching engagement on a scale of 1-10 (with 1 being
Poor and 10 being Excellent).
Overall Satisfaction: 8
Satisfaction with helping you set stretching, yet achievable goals: 9
Satisfaction with helping you to increase your self-awareness: 7
Satisfaction with helping you to feel empowered to reach immediate goals: 10
Satisfaction with helping you to feel empowered to reach future goals you set:6

2. How did having a Senior Trainer Coach benefit your work?

Expertise and Experience: The Senior Trainer Coach brought a wealth
of expertise and experience to the coaching sessions. Their in-depth
knowledge in the field has provided me with valuable insights and a
deeper understanding of the subject matter related to my work.

Skill Development: Working with a Senior Trainer Coach has been

instrumental in honing my skills. Through personalized coaching
sessions, I received targeted guidance on areas that needed
improvement, helping me enhance my capabilities and perform more
effectively in my role.

Strategic Guidance: The Senior Trainer Coach has played a crucial role
in providing strategic guidance. Their ability to see the bigger picture
and offer advice on long-term career development has been
invaluable. This strategic perspective has positively impacted my
decision-making and goal-setting.

Networking Opportunities: Engaging with a Senior Trainer Coach has

opened up networking opportunities. The coach's extensive
professional network has allowed me to connect with other industry
professionals, creating valuable connections that can contribute to my
career growth.

Confidence Boost: Interacting with a Senior Trainer Coach has boosted

my confidence in tackling challenges at work. Their encouragement,
constructive feedback, and recognition of achievements have instilled
a greater sense of self-assurance, enabling me to approach tasks with
more confidence.

Goal Alignment: The Senior Trainer Coach has helped align my

personal and professional goals. Through discussions and goal-setting
exercises, we've established clear objectives that align with both my
career aspirations and the organization's objectives, fostering a sense
of purpose in my work.

3. What particular strengths did they bring to the coaching sessions?

Expertise in the Field: One of the key strengths of the Senior Trainer
Coach was their deep expertise in the subject matter. Their extensive
knowledge of the industry, trends, and best practices provided a solid
foundation for addressing specific challenges and opportunities
related to my work.

Effective Communication Skills: The ability to communicate complex

concepts in a clear and understandable manner was a notable
strength. The Senior Trainer Coach effectively conveyed ideas,
insights, and feedback, fostering a productive and open dialogue
during our sessions.

Active Listening: The coach demonstrated exceptional listening skills,

allowing them to fully understand my concerns, goals, and aspirations.
Their attentive listening created a supportive environment where I felt
heard and understood, contributing to the effectiveness of the
coaching process.

Tailored Coaching Approach: Recognizing the uniqueness of each

individual, the Senior Trainer Coach employed a tailored coaching
approach. They customized strategies and exercises to address my
specific needs and challenges, ensuring that the coaching sessions
were highly relevant and impactful.

Motivational and Inspirational: The coach's motivational and

inspirational qualities were evident throughout the sessions. They
provided encouragement, celebrated achievements, and instilled a
sense of belief in my capabilities, fostering a positive mindset and a
proactive approach to challenges.

Strategic Thinking: The Senior Trainer Coach demonstrated strategic

thinking, helping me connect short-term actions with long-term goals.
Their ability to guide me in developing a strategic perspective
enhanced my decision-making and planning skills, contributing to
overall career development.

Empathy and Support: The coach exhibited a high level of empathy

and offered unwavering support. This created a safe space for
discussing challenges and setbacks, allowing for constructive problem-
solving and personal growth.

Goal Alignment: A notable strength was the coach's ability to align

coaching objectives with broader personal and professional goals. This
ensured that the coaching process contributed not only to immediate
skill development but also to long-term career aspirations.

4. Did you achieve the goals/results you were looking for from the coaching engagement? How
so or not?
Clarification of Goals: Through in-depth discussions and goal-setting exercises
with the coach, I gained a clearer understanding of my short-term and long-term
objectives. This clarity was essential in providing direction and purpose to my
work.

Skill Development: The coaching sessions targeted specific areas for skill
enhancement. The coach provided tailored strategies, resources, and
constructive feedback, which significantly contributed to my skill development. I
was able to apply newly acquired knowledge and techniques directly to my work
tasks.

Increased Self-Awareness: The coaching engagement facilitated a deeper level of

self-awareness. By reflecting on my strengths, weaknesses, and personal values,
I gained insights that positively influenced my decision-making and interpersonal
interactions in the workplace.

Improved Performance: The personalized coaching approach, coupled with the

coach's expertise, directly impacted my performance. I observed measurable
improvements in how I approached tasks, solved challenges, and contributed to
team dynamics.

Confidence Boost: The encouragement and positive reinforcement from the

coach played a pivotal role in boosting my confidence. I felt more empowered to
take on challenges, share ideas, and actively contribute to discussions within the
professional setting.

Strategic Career Planning: The coach guided me in aligning my career aspirations

with practical strategies. This resulted in a more strategic and intentional
approach to my career development, helping me make informed decisions about
future opportunities and professional growth.

Positive Mindset: The coaching engagement fostered a positive mindset. The

coach's motivational approach and support helped me overcome obstacles with
resilience and maintain a proactive attitude towards achieving my goals.

5. What would you have changed to make the coaching engagement even more effective for
you?
More Defined Metrics for Success: In hindsight, having more clearly defined
metrics for success at the beginning of the coaching engagement would have
been helpful. This would provide a tangible way to measure progress and
accomplishments, ensuring a more objective evaluation of the coaching impact.

Increased Frequency of Check-Ins: While the regular coaching sessions were

valuable, having more frequent check-ins or shorter, more frequent touchpoints
between scheduled sessions could have provided additional support and
guidance. This approach might have facilitated a more continuous and real-time
application of the coaching insights.

Greater Emphasis on Practical Application: While discussions around theories

and strategies were insightful, a more significant emphasis on practical
application within my daily work context could have been beneficial.
Incorporating more actionable steps and real-world scenarios might have
accelerated the implementation of the coaching advice.

Structured Follow-Up Plan: Establishing a more structured follow-up plan after

the coaching engagement concluded could have sustained the momentum of
growth. This might include periodic reviews or touchpoints to ensure continued
progress and address any emerging challenges.

Incorporation of Peer Feedback: Integrating feedback from peers or colleagues

into the coaching process could have provided a more comprehensive
perspective on my strengths and areas for improvement. This 360-degree
feedback could offer valuable insights for a more well-rounded development
approach.

Customized Resources and Exercises: Tailoring resources and exercises more

closely to my specific needs and learning preferences could have enhanced the
relevance and effectiveness of the coaching materials. This would ensure a more
personalized and targeted development experience.

Clearer Communication on Expectations: Establishing even clearer expectations

for the coaching engagement, including the roles and responsibilities of both
myself and the coach, could have minimized any potential misunderstandings
and ensured a more collaborative and aligned approach.

6. Is there any other feedback that you would like to give?

Flexibility in Scheduling: Having greater flexibility in scheduling sessions could be beneficial.

Occasionally, work demands fluctuated, and having more options for session times or the ability to
schedule ad-hoc sessions during particularly challenging periods would have been helpful.
More Concrete Action Plans: While the coaching discussions generated valuable insights, having more
concrete action plans with step-by-step guidelines could have expedited the implementation of
recommended strategies. Clear and detailed action items would serve as practical roadmaps for
achieving the outlined goals.

Access to Additional Resources: Providing access to supplementary resources, such as articles, case
studies, or industry trends, would have enriched the coaching experience. These materials could serve
as ongoing references and support continuous learning beyond the coaching sessions.

Encouraging Peer Networking: Incorporating opportunities for networking with peers who have
undergone similar coaching experiences could create a supportive community. This could facilitate the
exchange of ideas, challenges, and best practices, fostering a collaborative learning environment.

Regular Progress Checkpoints: Establishing more frequent progress checkpoints, even in an informal
manner, would have allowed for a continual review of goals and adjustments as needed. This could
ensure that the coaching remained aligned with evolving objectives and challenges.

Enhanced Technology Integration: Leveraging technology for virtual check-ins, progress tracking, and
collaborative tools could enhance the overall coaching experience. Embracing innovative solutions
could provide additional avenues for communication and resource-sharing.

Post-Engagement Resources: Providing post-engagement resources or recommendations for ongoing

development and growth would be appreciated. This could include guidance on self-coaching
techniques, recommended reading materials, or avenues for continued skill enhancement.
SUMMARY OF RESULTS FROM 10 Trainers who completed the 6-month coaching
program
Questions:

1. Please rate your satisfaction with our coaching engagement on a scale of 1-10 (with 1 being
Poor and 10 being Excellent).
Overall Satisfaction: Average 6. (Expected outcome= 8)
Satisfaction with helping you set stretching, yet achievable goals: Average
5 (Expected outcome= 8)
Satisfaction with helping you to increase your self-awareness: Average 6. Results are
as per desired outcomes

Satisfaction with helping you to feel empowered to reach immediate goals: Average 4
(Expected outcome= 8)

Satisfaction with helping you to feel empowered to reach future goals you set: Average
3. (Expected outcome= 8)

Analysis: The overall satisfaction and specific satisfaction ratings fall below the
expected outcomes, indicating a gap between expectations and the actual
experience.
2. How did having a Senior Trainer Coach benefit your work?
 Responses, such as:
o Good to bounce ideas;
o good to get strategies for particular subjects,
o learnt about different training techniques

Results are as per desired outcomes

Analysis: The perceived benefits align with the desired outcomes, indicating
success in this aspect.

3. What particular strengths did they bring to the coaching sessions?

• Knowledge of subject matter,

• good interpersonal skills,

• willingness to share knowledge

Results are as per desired outcomes

Analysis: The identified strengths align with the desired outcomes, indicating
success in this aspect.

4. Did you achieve the goals/results you were looking for from the coaching engagement? How
so or not?
 • No/ Only a couple of goals,

• not really

Results are NOT as per desired outcomes. Disappointing outcome

Analysis: The goal achievement results are not as expected, and there is a general
sense of disappointment among participants.

5. What would you have changed to make the coaching engagement even more effective for
you?
• Need more paid time allocated to the coaches and trainers.
• Sometimes coach cancelled the session last minute.
• Time was too short
• The coaching sessions had no set plan, so it was not much use

Results are NOT as per desired outcomes.

Analysis: The suggestions highlight areas for improvement, indicating that
adjustments are needed to enhance the effectiveness of the coaching
engagement.

6. Is there any other feedback that you would like to give?

• “My coach was not very friendly. She did not share any specific information that could
help me”
• My coach was excellent
• I think the program should be continued for another 6 months
• I would like to get additional coaching from two different coaches.

1-2 coaches seem to have not bbeen very helpful. Need to review the coach’ willingness to
coach and level of coaching skills.
Analysis: The feedback is mixed, reflecting both positive and negative experiences. There is a request for
program continuation and a desire for diversity in coaching.
Overall Analysis:
The coaching program has seen success in certain aspects, such as the benefits derived from a Senior
Trainer Coach and the strengths exhibited during coaching sessions. However, there are notable areas of
improvement, especially in achieving desired outcomes, structuring sessions, and addressing participant
satisfaction. Adjustments in coaching approaches, session planning, and addressing participant concerns
are recommended for future programs.
Records Retention Policy
Introduction
TEX COLLEGE is committed to ensuring that all records related to students and staff; training delivery,
assessment and continuous improvement are retained as required under the relevant legislation

Scope
This policy applies to administration, records management, and records retention for training and
assessment services delivered by TEX COLLEGE.

Legislation
TEX COLLEGE ensures that it complies with the requirements under the National Vocational Education
and Training Regulator Act 2011 and Standards for Registered Training Organisations (RTOs) 2015SNR
23.3, 17.4 and 16.6.

Responsibility
 The PEO has the overall responsibility for ensuring that all records are maintained in accordance
with legislative requirements
 The PEO, or delegate has the responsibility for ensuring the following documentation is version-
controlled, retained and stored:
o Training and assessment materials
o Human Resources related records
o Financial records
o Students’ assessment records
o Students’ testamurs
o Student data
o Quality Indicator data
o Customer feedback
o Work, health and safety records
o Compliance records

Procedures for record keeping

1. Training and assessment materials

a. The PEO or delegate is required to maintain electronic copies of the most up to date
training and assessment materials
b. The PEO or delegate must maintain the version control of all the above documents
c. It is TEX COLLEGE policy that the earlier versions of all materials must be maintained
electronically for a minimum period of three years
2. Student Enrolment and financial data
a. The PEO is responsible for ensuing that TEX COLLEGE uses a compliant data
management system
b. TEX COLLEGE administration staff is required to:
i. Enter all students’ enrolment and financial data into the TEX COLLEGE database.
ii. Create a hard copy file for each new student and maintain a record of all the
important documentation related to the student on an ongoing basis
iii. Ensure that AVETMISS data is up to date in the database
c. TEX COLLEGE administration staff is required to maintain records of student fees in the
TEX COLLEGE accounting software
d. It is TEX COLLEGE policy that the electronic and hard copy files of students are retained
for at least two years after the student has completed their study at TEX COLLEGE.
e. The database is automatically backed up on the server at least once a week
 3. Employee records
a. All employee records, including personal information, pay records, performance
development records and tax details will be kept securely.
b. Each employee file will be maintained separately and cannot be accessed without
documented authorisation from the CEO,
4. Quality Indicator Data
a. TEX COLLEGE collects Quality Indicator (QI) data as required under legislation
b. TEX COLLEGE retains copies of the completed Student Questionnaire and Employer
surveys for a minimum of two years
c. TEX COLLEGE retains the copies of the Competency Completion data for a minimum of
two years

Procedures for storage and retention of data

1. The above data is stored on a secure internal server on a daily basis

2. An electronic back up of key files is done daily
3. A copy of all the key data is also made once every month and stored off site
4. Any errors/ anomalies in record keeping and data retention should bbe brought to the attention
of the CEO immediately.